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Training and Development Policy Wiki

Page History: Training Evaluation

Page Revision: 6/13/2011 3:23:46 PM

Training Evaluation

Training evaluation is a continual and systematic process of assessing the value or potential value of training programs to guide decision-making for the program’s future.

When we Evaluate...

--We examine the assumptions upon which an existing or proposed training program is based

--We inquire, up front, about the expected results of the training program

--We create then study the goals and objectives of the program.

--We collect information about a program’s inputs and outcomes.

--We compare it to some pre-set standards.

--We report findings in a manner that facilitates their use.

Why Evaluate?

Agencies are required to evaluate their training programs annually to determine how well such plans and programs contribute to mission accomplishment and meet organizational performance goals (5 CFR 410.202). In addition, demands to demonstrate training program efficiency, program effectiveness and public accountability are increasing. Evaluation can help meet these demands in various ways:

Analysis of program effectiveness or quality --To determine achievement of project objectives.
--To identify strengths and weaknesses of a program.
--To determine the cost-effectiveness of a program.
--To assess causes of success or failure.

There are several basic questions to ask when deciding whether to carry out an evaluation. If the answers to these questions are "Yes", this may be the time to evaluate.

--Is the program important or significant enough to warrant evaluation?

--Is there a legal requirement to carry out an evaluation?
--Will the results of the evaluation influence decision-making about the program?

--Will the evaluation answer questions posed by your stakeholders or those interested in the evaluation?

How To Evaluate

Once you've determined whether or not your program warrants evaluation, there are various methods and models agencies can use to evaluate their training programs. Here are the most popular:

Kirkpatrick 4 Levels:

The four levels of Kirkpatrick's evaluation model essentially measure: Reaction of student - what they thought and felt about the trainingLearning - the resulting increase in knowledge or capabilityBehavior - extent of behaviour and capability improvement and implementation/applicationResults - the effects on the business or environment resulting from the trainee's performance

All these measures are recommended for full and meaningful evaluation of learning in organizations.

Jack Phillips' Five Level ROI Model

Building upon the Kirkpatrack model, Jack Phillips has since added a fifth level. That being the Return On Investment (ROI) produced by a training program using the financial formula:

Brinkerhoff's Success Factors:

The Training Evaluation Field Guide is designed to assist agency training representatives in evaluating training program effectiveness and in demonstrating training value to stakeholders and decision makers.

Field Guide Development Process

Data were gathered from fifteen federal agency representatives who volunteered their time to attend a one-day working meeting, participate in individual interviews and submit samples of their tools and case studies. This Field Guide reflects the input from the working group.

Key Audience and Usage

This Guide is designed for all federal employees who have a role in training evaluation and effectiveness within their agencies.
Specific users for this field guide are:

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